Faculty of Color in Academe,9780205278497

Faculty of Color in Academe

by ;
ISBN13: 9780205278497
ISBN10: 0205278493
Format: Hardcover
Pub. Date: 1999-07-01
Publisher(s): Allyn & Bacon
List Price: $47.40

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Summary

Faculty of Color in Academe focuses on inequities based on racial and ethnic differences within the professional workplace in higher education. This book draws on a comprehensive study of African American, Asian, Pacific American, American Indian, and Latino faculty in eight mid-western states. By using both narrative and statistical data, this book provides an in-depth view of the issues surrounding the successful recruitment, retention, and development of faculty of color. The authors' attempt to capture and describe some of the similarities and differences experienced by faculty among each of the above-mentioned racial/ethnic groups. Includes a comprehensive discussion of what needs to be done in order to achieve diversity in the teaching profession.

Table of Contents

PREFACE ix
1 Faculty of Color in Academe: On the Brink of the Twenty-First Century
1(10)
Structure of the Book
4(3)
Some Preliminary Matters for the Reader
7(4)
2 Snapshots from the Literature: Elements Influencing the Workplace Environment
11(50)
Historical Legacy
12(3)
Faculty Diversity and Affirmative Action: Continued Resistance
15(8)
Executive Order 11246 and Higher Education
17(1)
Affirmative Action "On the Line"
18(3)
Small Changes: Ongoing Patterns of Resistance?
21(2)
Some Common Themes and Recommendations
23(12)
Isolation and Lack of Mentoring Opportunities
24(1)
Occupational Stress
25(1)
Institutional Racism
26(1)
The "Token Hire" Misconception
27(1)
Racial and Ethnic Bias in the Recruitment and Hiring Process
28(4)
Racial and Ethnic Bias in Tenure and Promotion Practices and Policies
32(3)
A Bird's-Eye View--Literature on Faculty of Color by Racial and Ethnic Group: Findings and Recommendations
35(26)
Asian and Pacific Islander Americans
36(6)
American Indians and Alaskan Natives
42(3)
Hispanics
45(5)
American Blacks/African Americans
50(4)
Pervasiveness of the Problem
54(4)
Review of the Literature on Faculty Diversity: Some Reflections
58(3)
3 The Nature and Extent of Minority Faculty Underrepresentation
61(22)
The Nature of Underrepresentation
63(8)
Measuring Underrepresentation
64(2)
Counting Minorities
66(5)
Patterns of Underrepresentation
71(6)
Minority Representation at Various Ages and Career Levels
71(3)
Minority Group Representation Differentiated by Gender
74(1)
Considering National Origin
75(2)
Explaining the Underrepresentation
77(6)
4 A Chill in the Air: In the Words of Faculty of Color
83(30)
Revisiting the Literature
83(2)
Description of the Study
85(1)
Overview of the Responses
86(2)
Chilly Climate: What Our Respondents Have to Say
88(10)
Denial of Tenure or Promotion Due to Race/Ethnicity
89(1)
Being Expected to Work Harder Than Whites
90(1)
Having Color/Ethnicity Given More Attention Than Credentials
91(1)
Being Treated as a Token
92(2)
Lack of Support or Validation of Research on Minority Issues
94(1)
Being Expected to Handle Minority Affairs
94(3)
Having Too Few Minorities on Campus
97(1)
Themes of Special Significance to Each of Our Groups
98(7)
American Indians
98(1)
Asian Americans
99(3)
Latinos
102(1)
African Americans
103(2)
Manifestations of Interlocking Race and Gender Bias
105(5)
A Fine Balance
110(1)
Conclusion: Why We Must Listen
111(2)
5 Minority Faculty Hiring: Equality of Opportunity?
113(30)
Faculty Development Programs: In General and for Minorities
116(4)
What Affects Minority Faculty Hiring? Hypothesized Determinants
120(7)
Institutional/Organizational Supports
122(1)
Financial Resources
123(2)
Perceptions
125(1)
Observations about the Hypothesized Determinants of Minority Hiring
126(1)
Achieving Parity: Effects of Hiring versus Turnover
127(7)
Factors Contributing to Increased Minority Faculty Hiring
134(6)
Perceptions That Minority Hiring Is Adequate
136(1)
Increases in Funding for Minority Recruitment
137(1)
Excellence of Diversity Efforts
138(1)
High Budget for Minority Faculty Development
139(1)
Implications
140(3)
6 Why Stay? Current Rewards and Promising Efforts
143(36)
Current Rewards and Satisfactions
143(12)
Love of Teaching
144(2)
Supportive Administrative Leadership
146(3)
Sense of Accomplishment
149(1)
Importance of Mentors
150(2)
Collegiality
152(2)
Commitment to Community and Relating to Other Faculty of Color
154(1)
Recommendations from the Field: Accentuating the Positive
155(2)
Suggested Strategies
157(7)
Networking
157(3)
Mentoring
160(2)
Support for Research and Publication
162(2)
Exemplary Programs
164(11)
Fellowship Programs
165(4)
Hiring Programs
169(4)
Mentoring and Networking Programs
173(2)
Learning from Mistakes
175(4)
7 Market Forces: Ph.D. Pipelines versus Competitive Wages
179(30)
Summary of Results
181(4)
Details of the Analysis
185(11)
Pipeline Effects
185(3)
Market Forces
188(8)
Appendix: The Data
196(13)
8 Moving beyond Myths and toward Community Diversity: Conclusions and Reflections
209(30)
Fresh Approaches
210(2)
Minority Faculty in Higher Education: Academic Angst Compounded
212(2)
Strategies for Improving the Representation and Circumstances of Faculty of Color
214(3)
The Role of Affirmative Action
217(2)
Organizational Change Process
219(4)
Diversifying Academia: The Need for "Extramural" Support
223(1)
Myths as Barriers to Problem Solving
224(2)
The Importance of Acknowledgment: The Privilege of Ignorance, the Ignorance of Privilege
226(4)
Institutional Efforts
230(4)
Business as Unusual, Not Business as Usual
234(5)
Bibliography 239(10)
Index 249

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